Recruiting is an inspiring career. At the end of the day, recruiters are responsible for connecting talented individuals to their dream jobs. However, the truth of hiring, like any job, is that there are frustrations.

As the human resources industry has been transformed by technology, the demands placed on recruiters are high. In this post, we’re exploring the top challenges faced by recruiters and hiring teams, and how they are relieved by applicant tracking software.

Frustration 1: Third Party Hiring Agencies are Hard to Manage

Working with recruitment agencies is almost essential for hiring managers today. The job market is hot, roles are highly specific, and candidates are increasingly selective. Working with an agency increases an organization’s chances of placing the right candidate swiftly.

However, collaborating with staffing agencies has long been a cause of frustration for hiring managers. Getting third-party agencies up to speed on a company’s mission, culture, and role requirements takes time. Onboarding staffing agencies can siphon precious hours away from already overworked recruiting teams.

Furthermore, companies often work with several recruitment agencies at one time. This means it’s difficult to discern which candidates came from which source, making it almost impossible to track ROI of agency partners.

An applicant tracking system is engineered to relieve the common frustrations of working with third party agencies.

An ATS with agency management features solves the issue of time-consuming onboarding with a streamlined process. What often took hours can now be accomplished by sending an onboarding invitation through the ATS.

Agency management features also shed light on the real success of third-party agencies. An ATS with agency management tools identifies and tracks the progress of submitted candidates. If a candidate is hired, the originator of that candidate is given credit. Alternatively, if an agency fails to deliver quality candidates, an ATS will identify poor performers.

Arguably the most frustrating aspect of working with third party agencies is the back-and-forth via email and spreadsheets. Communication about candidates, interview scheduling, and hiring feedback can easily take days. An ATS with agency management built-in eliminates all of the manual work. Instead, an ATS provides a central hub where communication can be easily accessed and shared across decision makers.

Frustration 2: Compliance is Complicated

EEOC and OFCCP regulations can make any recruiter sweat. The laws enforced by the EEOC and the OFCCP are no joke and require serious attention.

While hiring regulations lead to fairness and equality, the topic of compliance is undoubtedly complex. It is challenging for recruiters to manage the rigorous requirements of those regulations.

Ignoring regulations, even unknowingly, can be costly. Recently Target was fined a substantial sum for administering discriminatory hiring tests.

Because the stakes are so high with compliance, it can be stressful recruiters to manage without support. Without the help of built-in compliance software, hiring teams could spend hours every day cross-checking for compliance issues.

Modern applicant tracking systems solve this issue by offering compliance built-in. An ATS like Newton has the most up-to-date EEO and OFCCP compliance tracking available. Furthermore, compliance reporting helps to keep a consistent view on compliance which can also be shared with stakeholders.

Instead of requiring hiring managers to track and monitor compliance data, an ATS handles it all, reliably.

An ATS with built-in compliance frees up recruiters to focus on recruiting, and not manual data capture, subject to error.

If a company is found to be non-compliant, the consequences can be costly. This risk can place major strain on growing companies, and particularly the HR departments. For HR directors and executives, a compliance based ATS is absolutely essential. It helps reduce the risk of costly audits. In the event that an audit occurs, an ATS has comprehensive logs showing transparent compliance records.

Frustration 3: Hiring is Full of Bottlenecks

Data is ALL the rage. You won’t read a business blog without seeing the phrase “data-driven”. It’s not just buzz. Analytics and insights can change the game, even in recruiting and hiring.

One of the most common frustrations in recruiting is a lack of accountability on the part of all the hiring stakeholders. Hiring managers are notoriously hard to pin down for post-interview feedback and decision making. Yet, final hiring decisions can’t be made without the hiring manager. Bottlenecks are frustrating and costly.

An ATS with reporting provides a clear line of sight into which stakeholders still need to contribute to the hiring process.

Having a report be the bearer of this news is also a way to offset any tension between recruiters and hiring managers.

Another challenge of recruiting in the digital era is the insane number of projects occurring at any given time. From approvals to background checks, recruiters are required to be master project managers. This is why reporting and dashboards are the new recruiting secret weapon.

A dashboard automatically displays all of the key information recruiters need to know, in a split second. When stakeholders ask how a project is progressing, with just a few clicks a visual summary can be sent.

An ATS is a Time (and Sanity) Saver

Recruiters have a passion for connecting with candidates. An applicant tracking system helps preserve your recruiters’ energy for hiring by relieving the common frustrations of the demanding hiring process.

Consider investing in an ATS so your teams can focus on championing and cultivating top talent. Your organization will thank you. 

 

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